2. Learning Objectives
• Definition of sexual
harassment
• Learning the different
types of sexual
harassment
• Identifying sexual
harassment
• Steps to filing
a complaint
3. Definition
• Unwelcome verbal,
visual, or physical
conduct of a sexual
nature that is severe
or pervasive and
affects working
conditions or creates
a hostile work
environment.
4. Breaking down the definition :
“Conduct”
• Conduct is NOT
sexual harassment if it
is welcome. For this
reason, it is important
to communicate (either
verbally or in writing)
to the harasser that
the conduct makes
you uncomfortable and
you want it to stop.
5. “Of a Sexual Nature”
• Verbal/Written: Comments
about clothing, personal
behavior, or a person’s body;
sexual or sex-based jokes;
requesting sexual favors or
repeatedly asking a person
out; sexual innuendoes;
telling rumors about a
person’s personal or sexual
life; threatening a person,
sending emails or text
messages of a sexual nature
• Physical: Assault; impeding
or blocking movement;
inappropriate touching of a
person or a person’s
clothing; kissing, hugging,
patting, stroking
6. “Of A Sexual Nature”
• Nonverbal: Looking
up and down a
person’s body;
derogatory gestures
or facial expressions
of a sexual nature;
following a person
• Visual: Posters,
drawings, pictures,
screensavers, emails
or text of a sexual
nature
7. “Of A Sexual Nature”
• Nonverbal: Looking
up and down a
person’s body;
derogatory gestures
or facial expressions
of a sexual nature;
following a person
• Visual: Posters,
drawings, pictures,
screensavers, emails
or text of a sexual
nature
8. Of a Non-Sexual Nature
• ** Non-sexual conduct may also be sexual
harassment if you are harassed because you
are female, rather than male, or because you
are male, rather than female.
• For example, it may be sexual harassment if
you are a woman working as a carpenter on an
all-male job, and you are the only one whose
tools are frequently hidden by your male co-
workers.
9. Sexual Orientation Harassment
Examples of sexual orientation harassment that
either interferes with an individual’s employment
or creates a hostile work environment are as
follows:
• Stating or implying in a joking or negative
manner that an employee is a gay, lesbian, bi-
sexual, transgender, gender non-confirming or
heterosexual individual.
• Making jokes about gay, lesbian, bi-sexual,
transgender, gender non-confirming or
heterosexual individuals.
10. Sexual Orientation Harassment
• Inquiring into the sexual practices of gay, lesbian, bi-
sexual, transgender, gender non-confirming or
heterosexual individuals as a group.
• Using derogatory slang about a gay, lesbian, bi-
sexual, transgender, gender non-confirming or
heterosexual individual.
• Repeatedly expressing negative opinions about gay,
lesbian, bi-sexual, transgender, gender non-
confirming or heterosexual individuals.
Any harassing activity that is directed towards an
employee due to the employee’s sexual orientation, or
that is negative about differing sexual orientations, can
constitute sexual orientation harassment.
11. Discussion of Intent vs. Impact
How do you know if your comments or actions
are unwanted or unwelcome? Test yourself by
asking these questions:
• Is there equal power between me and the
person I’m interacting with?
• Is there equal initiation and participation
between me and the person I’m interacting
with?
• Would I behave the same way if the person I’m
in a relationship with were standing next to me?
12. Discussion of Intent vs. Impact
• Would I want someone else to act this way
toward a person that I’m in a relationship with?
• Would I want any of those behaviors to be the
subject of a column in my agency’s newsletters
or to appear on the evening news?
• Have I examined and acknowledged my sex-
role stereotypes?
13. “Severe or Pervasive”
• The conduct of the harasser must be either
severe or pervasive to be classified as sexual
harassment.
• Although a single unwanted request for a date
or one sexually suggestive comment might
offend you and/or be inappropriate, it may not
be sexual harassment. However, a number of
relatively minor separate incidents may add up
to sexual harassment if the incidents affect your
work environment.
14. Questions to ask yourself:
• How many times did the
incidents occur?
• How long has the
harassment been going
on?
• How many others have
been sexually
harassed?
• Who were witnesses to
the harassment?
15. “Affects working conditions or creates
a hostile work environment”
• It may be sexual harassment if the conduct
unreasonably interferes with your work
performance or creates an “intimidating, hostile,
or offensive work environment.”
• For example, it may be sexual harassment if
repeated sexual comments make you so
uncomfortable at work that your performance
suffers or you decline professional opportunities
because it will put you in contact with the
harasser.
16. Hostile Work Environment
• Verbal, physical or visual forms of harassment,
that are sexual in nature, "sufficiently severe,
persistent, or pervasive" and unwelcome fall
under the category of Hostile Environment
Sexual Harassment.
• A single, severe incident, such as a sexual
assault, could create a hostile environment.
More commonly, a "hostile environment" is
created by a series of incidents.
17. Types of Sexual Harassment
• Quid Pro Quo
(“This for that”)
A person in a position
of authority, typically a
supervisor, demands
sexual favors as a
condition to getting or
keeping a job benefit.
18. Examples of Sexual Harassment
• Unwanted jokes, gestures,
offensive words on clothing,
and unwelcome comments
and witty responses.
• Touching and any other
bodily contact such as
scratching or patting a
coworker's back, grabbing an
employee around the waist,
or interfering with an
employee's ability to move.
• Repeated requests for dates
that are turned down or
unwanted flirting.
19. Examples of Sexual Harassment
• Transmitting or posting emails, texts, or pictures
of a sexual or other harassment-related nature.
• Displaying sexually suggestive objects,
pictures, or posters.
• Playing sexually suggestive music.
20. Verbal-Examples of Sexual Harassment
• Referring to an adult as a girl, a boy, hunk, doll,
babe, or honey
• Whistling at someone, making cat calls
• Making sexual comments about a person’s
body
• Making sexual comment or innuendos
• Turning work discussion to sexual topics
• Telling sexual jokes or stories
• Asking about sexual fantasies, preferences, or
history
21. Verbal-Examples of Sexual Harassment
• Asking person questions about social or sexual
life
• Making sexual comments about a person’s
clothing, anatomy, or looks
• Repeatedly asking our a person who is not
interested
• Making kissing sounds, howling, and smacking
lips
• Telling lies or speaking rumors about a
person’s sex life
22. Non-Verbal-Examples of Sexual Harassment
• Looking a person up and down (elevator eyes)
• Staring at someone
• Blocking a person’s path
• Following the person
• Giving personal gifts
• Displaying sexually suggestive visual
• Making facial expressions such a winking
throwing kisses, licking lips
• Making sexual gestures with hands or through
body movements
23. Physical-Examples of Sexual Harassment
• Giving a massage around the neck or
shoulders
• Touching the person’s clothing, hair, or body
24. Steps to Take if Harassed
1. Remain professional.
2. Be direct with the harasser. Let him/her know that
you do not like the behavior and that the conduct is
unwanted and unwelcome and you want it to stop
immediately.
3. Go to the Program Director and explain the
circumstances. Be sure to take with you documented
dates, times, and specific occurrences if you have
them. Also, report the incident to the If the
appropriate Program Director is unavailable, or is the
offender, report the incident directly to the Chief
Operating Officer.
25. Steps to Take if Harassed
4. When reporting the harassment, be prepared to
share all the facts about the incident(s). Write down
the important details of the incidents(s). Collect your
thoughts before you begin; remember to provide
who, what, when, where, how, and any witnesses.
5. Think about how the situation could be resolved.
26. What will the Program Director
do they received a Complaint
1. We will talk to you and take notes about what you are
Sharing.
2. Act immediately and appropriately upon receiving
a claim of harassment, take immediate action! Talk
to the complainant as soon as possible. Remember
that ignoring the situation will not make it go away.
3. Explain the process. Review your company’s
sexual harassment policy with the parties involved.
Inform them of the steps you will take in following up
on the complaint.
27. What will the Program Director
do if they received a Complaint
4. Get the facts. Document what you are told! Also,
make it clear that the information will be kept as
confidential as possible and only discussed with
people directly involved in the investigation.
5. Listen attentively. Remain objective. Listen to both
sides before deciding the next course of action.
6. Conclusion. The Chief Operating Officer will make
your determination. Inform both parties of your
investigative findings, the determination, and any
corrective/disciplinary steps.
